Evidence 202
Evidence 202
Civil Liability
Employee Discipline
By Jim Goding
One of the more important things we deal with in Surveillance and in Security internal investigations is the results of finding various forms of employee misconduct, from minor procedural infractions to internal theft and the various forms of embezzlement. As a contrast, it can also be one of the most frustrating things we must handle. The frustration generally is at least in part our own responsibility, from having done either incomplete investigations (insufficient evidence, incomplete evidence) or incomplete documentation. On top of this, it will often be felt that some parts of the company seem to be working against effective handling of employee situations. The fact of the matter, though, is that incomplete investigations or incomplete documentation are the actual enemies to be handled. These are something that is within our control and within our own area of responsibility. We are going to explore this area in depth in this article, from a number of differing viewpoints. Human Resources The Human Resources Department (under whatever name) has, among its other functions, the unenviable job of acting as the devil’s advocate for employees who have been found committing various forms of misconduct. This can make HR a hated enemy, if one has no understanding of the reason for this function. In actual fact, their function in this regard is to safeguard the company’s assets. Does that sound familiar? It means they are actually on our own team. By ensuring that investigations have been made impartially and that all evidence of misconduct is completely and competently documented, Human Resources is protecting the company from unnecessary lawsuits due to employees claiming they were harassed or wrongfully terminated or disciplined.<<Approximately four pages of text have been removed here for presentation on the website. I have to make a living too, and a big part of that is safeguarding the copyrights.>>
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